The Office of Human Resources is legally required to notify all employees of the following items. In addition to their presence on this page, these notices should also be posted conspicuously in all district schools and offices.
The City School District of Albany, New York, does not discriminate on the basis of age, race, color, national origin, sex, sexual orientation, disability or marital status in employment or any of the educational programs and activities which it offers or operates, as it is required to do by Title VI of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1975 and the New York State Human Rights Laws.
This a voluntary prescription drug program that is available to eligible CIty School District of Albany employees, retirees and their dependents.
For more information, please visit CanaRx Group Inc.'s website csdameds.com.
What is a Mandatory Pharmacy program?
Pursuant to the New York Workers Compensation Boards regulations, an employer may designate a pharmacy benefits manager [PBM], whose network of pharmacies the injured employee must use to obtain outpatient prescription medications.
This program is mandatory and prescriptions must be dispensed from a participating network pharmacy.
How will this impact the injured worker?
The injured worker may continue to still get their medications as applicable or necessary in the treatment of their work related injury.
The Mandatory Pharmacy program will require all injured workers to obtain their medication from a participating network pharmacy.
What are the steps and timelines involved?
- CorVel will provide notification to the New York Workers Compensation Board as well as handle all compliance aspects.
- Communication regarding the Mandatory Pharmacy will be mailed by CorVel to all injured workers who are currently filling medications outside of the program during the last week of December.
- Any injured worker or employee who fills a medication out of network prior to receiving the letter will be allowed a 90 day transition period.
- After the 90 day transition period, any medication filled outside of the program may be denied.
- All new claims or injured workers will be provided a letter regarding the Mandatory Pharmacy in their new claim packet moving forward in 2020.
- Communication will be provided to employees internally (see link below) as soon as possible.
A sample copy of the letter which would be mailed to all current injured workers is available for download here.
This letter outlines the notification, requirements and exceptions to the Mandatory Pharmacy program.
Please see this update from Corvel, our Worker's Compensation carrier, regarding their response to Coronavirus.
The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide their employees with paid sick leave and expanded family and medical leave for specified reasons related to COVID-19.
These provisions will apply from April 1, 2020 through December 31, 2020.
To learn more, view this flyer.
Please view this notice from Benetech regarding over-the-counter changes to your Flex Spending Plan.
ATTENTION ALL EMPLOYEES
N.Y. ELECTION LAW SECTION 3-110 STATES THAT:
- YOU MAY TAKE OFF UP TO 2 HOURS AS NEEDED TO ENABLE YOU TO VOTE ON THE DAY OF AN ELECTION, WITHOUT LOSS OF PAY.
- THE EMPLOYER WILL DESIGNATE IF THIS TIME WILL BE AT THE BEGINNING OR END OF YOUR SHIFT.
- YOU MUST NOTIFY YOUR EMPLOYER NO LESS THAN 2 WORKING DAYS AND NO MORE THAN 10 WORKING DAYS BEFORE THE DAY OF THE ELECTION THAT YOU WILL TAKE THAT TIME, OTHERWISE IT IS NOT PERMITTED.
New York State Election Law
§ 3-110. Time allowed employees to vote.
- If a registered voter does not have sufficient time outside of his or her scheduled working hours, within which to vote on any day at which he or she may vote, at any election, he or she may, without loss of pay for up to two hours, take off so much working time as will, when added to his or her voting time outside his or her working hours, enable him or her to vote.
- If an employee has four consecutive hours either between the opening of the polls and the beginning of his or her working shift, or between the end of his or her working shift and the closing of the polls, he or she shall be deemed to have sufficient time outside his or her working hours within which to vote. If he or she has less than four consecutive hours he or she may take off so much working time as will, when added to his or her voting time outside his or her working hours enable him or her to vote, but not more than two hours of which shall be without loss of pay, provided that he or she shall be allowed time off for voting only at the beginning or end of his or her working shift, as the employer may designate, unless otherwise mutually agreed.
- If the employee requires working time off to vote the employee shall notify his or her employer not more than ten nor less than two working days before the day of the election that he or she requires time off to vote in accordance with the provisions of this section.
- Not less than ten working days before every election, every employer shall post conspicuously in the place of work where it can be seen as employees come or go to their place of work, a notice setting forth the provisions of this section. Such notice shall be kept posted until the close of the polls on election day